Sub SB 5:

Strikes-Public employees can still be jailed. Changes do not stop a judge from throwing an employee in
jail for violating an injunction.

Ability to bargain-Weakens civil service protections for certain employees. Gives employers more power
to dismiss staff without explanation.

Decertification of an exclusive representative-Allows the employer to pressure less than one in three
employees to hold a vote to eliminate union representation. Minority rules.

Bargaining unit determination-No change. Returns to current law.

Nonexclusive deemed certified recognition-Previously grandfathered bargaining units created before

the first collective bargaining law will no longer be grandfathered, rather put under SERB authority.
Lawmakers are overturning Ohio Supreme Court rulings.

Subjects of collective bargaining-Restricts the ability of educational service centers to provide services
such as special education, transportation, college readiness etc. to school districts.

Bargaining regarding equipment-Discriminates by not allowing all employees to bargain.

Fair share fees-Eliminates fair share provision.

Automatic contributions to political action committees-Eliminates ability of public employees to

exercise their first amendment rights.

Dispute resolution timelines-Makes it easier to reject fact finders opinion and makes it more difficult to
get to an agreement.

Dispute resolution and fact-finding- Both the employees and the employer make an offer, if there’s no
agreement then a public hearing will be held. The employer still makes the final decision.

Final dispute resolution procedure- The employer still makes the final decision. Basically, winner takes
all, this is not bargaining in good faith. Fiscal officer must decide if it will require the generation of new
revenue, if so then it must go to the ballot. Employer’s last offer will go into effect while pending vote.
*Legislative decision making body for state employees (state agencies etc.) will be the Controlling Board.

Unfair labor practices-Returns to current law, but doesn’t include a definition of what permissive or
mandatory means which will lead to an explosion of litigation.

Changes under the public employees collective bargaining law-Returns to existing law, except for
certain provisions regarding SERB proceedings.

Conflict of Interest-Relaxes conflict of interest provisions. Will allow for nepotism, favoritism,
discrimination etc.
Public employee pay-Requires DAS to adopt rules which will govern performance pay for most public
employees. Reduces “home rule” decision making.

Performance evaluations for education employees-Establishes two sets of unlevel standards for
evaluations. Teachers will be evaluated based on student academic growth and principals will be
evaluated on some other unclear standards.

Longevity supplements-Requires DAS to mandate rules. Reduces “home rule” decision making.

Number of citations issued-Removes the word citation. Still ties their pay increases to a quota system
for stops. This could lead to allegations of harassment, racial profiling, etc.

Supervisor pay-Changes law to say that supervisor pay is no longer tied to collective bargaining. With no
rules in place, favoritism can rule the decision making process.

Death benefits under the police and fire pension fund law-Does not address the concerns brought to
the committee. Still deprives widows from receiving compensation due to them.

Vacation leave accrual-Adds a cap of 720 hours on vacation accrual. Employees will forfeit current
earned compensation.

Reduction in force-Requires DAS to mandate rules. Reduces “home rule” decision making.

Commission for Excellence in Public Service-Establishes a board which DAS will run. Nothing more than
window dressing.

Effect on existing agreements-Still includes fiscal emergency language which will allow management to
throw out current agreed upon contracts.